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29% Of New Hires Leave Within 90 Days – Here’s How to Stop Them

26 Jun 10:00 by Jamie Silman

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A recent survey by Jobvite has found that as many as 29% of workers have left a job within the first 90 days.

With the cost of replacing an employee estimated at over £30k, an employee leaving so soon can have a significant impact on the company’s bottom line; so how can companies stop new employees from jumping ship so soon after starting?

 

Involve the Right People in The Hiring Process

The first step is to ensure that the right people are involved from the outset.

The interview process is a chance for both the candidate and the interviewer(s) to form a solid relationship which, if they’re successful, will become the foundation for their working relationship.

Because of this, it’s important to bring line managers into the process early on to give candidates the chance to get to know the people they’ll be working for.

Inevitably there will be some people who won’t get along with a particular manager, but having them meet each other before offering the job means that you can find this out before committing to hiring someone.

If the current line manager is going to be leaving, then it’s important to involve the person who’ll be replacing them to make sure there’s good chemistry between them.

 

Set Clear Expectations and Goals

Having the right people involved from the start of the hiring process will also help to set clear expectations for the candidate.

Astonishingly, only 47% of workers believe that job descriptions accurately reflect a role’s responsibilities, so it’s important to make sure it’s clear what will be expected of them in the role, and what their targets and goals will be.

It’s no good if you tell candidates customer service will only make up 10% of their week if they then spend the first month dealing with customer complaints all day. They’ll feel like they were mis-sold on the job and be much more likely to reconsider their options.

 

Be Realistic About Your Culture

It’s important to be realistic about your company’s culture as 46% of people say this is one of their most important considerations when finding a job.

In fact, nearly a third of job seekers would even be willing to take a 10% pay cut for a job they’re more interested in or passionate about.

If a company mis-represents their culture it won’t be long until new employees figure it out and get a real feel for how the company operates. If they’ve been lied to, they’re much more likely to consider looking elsewhere.

Some companies have even been known to use sites like Glassdoor to falsify positive employee reviews in order to try and improve the perception of their culture, but this will inevitably result in more people being unsatisfied when they discover the culture isn’t what it’s been made out to be.

 

Rethink Your Onboarding Process

Creating a clear onboarding process not only helps every new employee get up to speed, but also gives them more insight into how their role has an impact on the company.

This is a great opportunity to get across the culture and values of the company, whilst also giving new employees the chance to see how their work is going to influence the company’s future.

It’s also the perfect time to help new starters build relationships with the different departments they’ll be working with on a day-to-day basis.

 

Assign a Buddy

For candidates, starting a new job can be daunting.

The first few weeks are filled with a blur of names and faces, and it can be very overwhelming for people to settle into their role and feel like part of the team.

Assigning a buddy can give new employees a friend to discuss any issues they may be having, and helps to establish relationships much more quickly within the team.

It can be daunting for new employees to approach managers with problems they may be having, so a buddy can help to increase the feedback from the employee, which can then be fed back to the relevant manager.

Having a system that addresses these small problems sooner, without directly involving a manager, can prevent problems becoming so big that they consider leaving the company.

 

Define Their Career Progression

While 19% of job seekers said money was their number one reason for leaving; 13% of the younger workers who left a job reported that a lack of growth opportunities was their reason for leaving.

There may be plenty of progression options for your employees, but if they’re not made clear from the start then it can be easy for employee can think they’ve ended up in a dead-end role.

Make it clear how they will be able to move up through the company, and what impact they’ll have to do in order to do so, to reduce the chances of them thinking they’ve made a mistake.

 

Check-in Regularly

For the first few months of their employment, it’s important to check in regularly with new employees.

For the first month, it’s worth having a weekly recap session on a Friday to talk about how their week’s been, and if they have any questions about anything. These meetings can be scaled back to once a month once the employee is more settled.

Checking back with new employees regularly can make sure a small problem doesn’t grow into a big problem that causes them to leave!

 

Keep Training

To keep employees engaged and happy, it’s important to continue training long after the induction period.

Training offers employees a chance to prove themselves, or gain a new skill, and so can help to increase their sense of purpose within the company, giving them more reasons to stay.

Many companies make the mistake of training employees to the level needed to do their job and leave it at that, leading employees to become frustrated that they’re not developing further, and potentially to start looking for a new job.

 

 

Deconstructing your entire hiring and training processes can seem like a daunting task, but some time invested now will pay dividends if it prevents just one person from leaving your company.

But increasing the level of staff retention doesn’t just have a positive impact in the short term.

A better onboarding experience and increased staff retention helps to increase employee engagement, and a study in 2009 found that organisations with highly engaged employees had revenues 26% higher per employee than those without.

If that’s not a reason to re-think your hiring and onboarding processes, I don’t know what is!

 


 

Had an employee leave suddenly? If you’re looking for technical candidates for a quick start, our team of consultants can help.